This document summarizes information about multi-generational volunteer programs. It discusses the characteristics and defining experiences of four generations: the Silent/Veteran Generation, Baby Boomers, Generation X, and Generation Y/Nexters. It then provides tips for volunteer management, including recruitment strategies, screening, and placement of volunteers from different generations. The rest of the document outlines national service programs in the United States like AmeriCorps, Senior Corps, and Learn and Serve America. It discusses changes to these programs under the 2009 Serve America Act.
66. Cabinet for Health and Family Services National Service Edward M. Kennedy Serve America Act FRANK R. TRINITY General Counsel May 2009
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71. Cabinet for Health and Family Services AmeriCorps Fast Facts 542,000 AmeriCorps members since 1994 705 Million Hours served by AmeriCorps members $1.43 Billion Segal AmeriCorps Education Awards earned by AmeriCorps members 1.7 Million Volunteers mobilized by AmeriCorps members in 2007 4,100 Number of organizations AmeriCorps members served with last year $5 Billion AmeriCorps funds invested in nonprofit and community groups since 1994
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Editor's Notes
For the first time in history, four generations are working and volunteering in the community together.
I say may be techno slow because statistics re showing that this generation is picking up on technology. Just the other day I saw an older lady, probably in this generation by her appearance, in Panera with her lap top out obviously getting onto the free wi-fi, maybe to update her Facebook page or tweet.
Let’s take a quiz and see who is from the Boomer Generation.
Boomers believe that 60 is the new 40
This generation is more likely to practice engaged philanthropy, they want to know what they are supporting and will interact with organizations in which they are involved. They value individuality and social responsibility in both their philanthropic giving and investments more than previous generation.
These folks have a lot on their plates with careers and family responsibilities. They view service as both an experience and a commodity and will go where they get the biggest “return”. These potential volunteers want flexibility and a variety of choices and options.
These volunteer want volunteering and community service to be a meaningful experience and they will expect clarity in position descriptions.
They will respond to convenience in giving service.
Now let’s try Generation X.
I just had a call the other day from a woman whose daughter wanted to be involved in AmeriCorps. I still find it hard to deal with this aspect of this generation, that young lady should have called!
I think we saw this generation really get motivated during the Obama campaign, they really took hold of his optimistic message and his call to service I was in a DC airport in September and saw and very young boy, still in a stroller. He was playing a game on his parent’s iPhone!
Small group activity – flip charts with the generations listed on each one. Ask participants to find their generation and answer the following questions. Tell them to select someone to record and someone to report back to the larger group.
The basics still hold true no matter what generation you are working with. Position descriptions, recruitment plans, supervision strategies and thoughtful recognition are still must haves when it comes to managing volunteer resources.
Now that we have explored each of these generations, how do we best reach them with our recruitment messages Position Descriptions – this is the first step in volunteer recruitment. You have to know the details of the position you are recruiting for in order to recruit the right person for that position. I have given you two different worksheet to help you with position description development. When thinking about recruiting the from different generations you need to keep in mind the characteristics we talked about earlier. Also, when doing the position description keep in mind the physical qualifications of the position. If you know up front that the volunteer will need to be able to lift 100lb boxes you will know not to recruit an oldervolunteer who has physical limitations. Developing a Volunteer Recruitment Message small group activity.
Traditional locations might work better for the Silent/Veteran Generation and the Boomers– community bulletin boards, newspaper ads, word of mouth, but even AARP is turning to the internet for volunteer recruitment; www.createthegood.org Non-traditional locations will have to be used for the Y/Nexters and maybe event Xers – on-line listings such as Craig’s List, Volunteer Solutions, Twitter, Facebook Let’s talk a little more about using social networking in volunteer recruitment.
Who is using Facebook in their personal life? Who is using it professionally? Success stories – Ronald McDonald House and Lexington Humane Society
A potential volunteer for a longer term position or a position that has contact with vulnerable populations needs to be screened. We have a responsibility to our clients to make sure the folks working with them are safe and appropriate. I recommend you have a face to face interview, check some references and even think about having a trial period, like an employee has a probationary period when they first get hired. You need to weigh the risk and efforts in screening a potential volunteer. Obviously someone who is walking in a walk-a-thon will be screened much less than someone working one on one with a small child.
Steve McCurley told a story about when he first started in volunteer management. He had an old car without air conditioning and dreaded leaving in the afternoon heat. One afternoon he had a man come in asking for a volunteer position in the center. This man had recently retired and his wife had made him come to get him out of the house. Steve dreaded so much getting in his hot car he ended up sitting with the gentleman longer than normal. He found out this man had a love of photography and they ended up crafting a new position where this man could put that talent to use for the center. He apparently continued to volunteer for years. Had they not spent the time talking he might have ended up in another position where he would not have been as happy and would have left much sooner. It pays to listen to people’s stories and help them get into a position where they can enjoy themselves.
One of our best recruitment strategies tools is word of mouth. It is our responsibility, and will make our jobs easier in the long run, to make sure the volunteers have a positive experience. When we, as volunteer coordinators, fail to plan we run the risk of providing the volunteer with a negative experience. The volunteer who has a negative experience is less likely to return and will certainly share their experience with their friends. When we are working against this “bad reputation” we will be fighting an uphill battle. I can’t stress enough having a plan in place, with a good position description before you begin recruiting volunteers. Management and proper recognition – two critical activities to engage in if you hope to retain the volunteer.
The Kennedy Serve American Act re-authorizes the main programs of the Corporation for National and Community Service. It also creates several other programs/projects that will be created IF the appropriations come through. Government funding 101 – President makes his budget, the House makes their budget, the Senate makes their budget. Then they all have to come together and agree on a single combined budget. Right now the three budgets have been developed and submitted but they have not come together on a final version. The CNCS programs are currently running on what is called a Continuing Resolution that keeps all funding at the same level as the previous fiscal year.
State (the programs we support out of the Commission) and National – largest branch of AmeriCorps. Members provide direct service in local community, faith based organizations, education or government institutions VISTA – Volunteers in Service to America, the poverty fighting arm of AmeriCorps. These members work to build the capacity of organizations helping communities rise up from poverty NCCC National Civilian Community Corps – team and residential based program for youth 18 to 24. They focus on disaster response but can be deployed to do a wide variety of things.
In Kentucky we have 20 AmeriCorps*State programs operating and 250 members serving. These members are actively engaged in direct service to their communities.
Another change is that those who are 55 and older who serve successfully and receive and education award can pass that along to a child or grand child. We foresee this being a huge recruitment tool for AmeriCorps programs in the future.
In Kentucky, all currently funded programs are school based and operate out of the Kentucky Department of Education
RSVP offers "one stop shopping" for all volunteers 55 and over who want to find challenging, rewarding, and significant service opportunities in their local communities. Foster Grandparents connects volunteers age 55 and over with children and young people with exceptional needs. Senior Companions brings together volunteers age 55 and over with adults in their community who have difficulty with the simple tasks of day-to-day living.
Re-competition – currently if an organization has an RSVP program that just continue to get funding (unless they do something really bad). In the future the RSVP programs will have to apply and compete for their funding. Needless to say this change has some people a bit concerned but it does open the door for more organizations who might have a better program design to access the funding for this program.
Some of the new programs laid out in the Serve Act include the Social Innovation Fund and the Volunteer Generation Fund. The development of these funding opportunities depends on appropriations which is still not completed, as mentioned earlier. The Social Innovation fund was included in all three budgets so we expect this will be the first of the new programs to roll out. But we still don’t know at what level.
The Volunteer Generation Fund was included in two versions of the budget so we might see this come to fruition in the near future as well.
The Serve America Act is a very large piece of legislation. There are going to be lots of opportunities that come from the Act. Just the increase in AmeriCorps members will see expanded opportunities for organization and individuals.
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